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    Accommodating religious practices in the workplace usa marriage and dating

    Read the toolkit ENAR’s [email protected] Platform brings together businesses, social partners, NGOs, public authorities and academics committed to diversity and inclusion, to find solutions for the participation of ethnic minorities in the labour market.

    accommodating religious practices in the workplace-41accommodating religious practices in the workplace-7accommodating religious practices in the workplace-47

    “The trend could reflect a rise in Islamophobia in the workplace or an increased willingness on the part of Muslims to report discrimination — or both,” according to one observer.

    For example, an employer may not refuse to hire individuals of a certain religion, may not impose stricter promotion requirements for persons of a certain religion, and may not impose more or different work requirements on an employee because of that employee's religious beliefs or practices.

    Employees cannot be forced to participate -- or not participate -- in a religious activity as a condition of employment.

    Title VII also requires employers to “reasonably accommodate” religious beliefs, practices, and observances unless “undue hardship” would result.

    The Supreme Court has defined “undue hardship” as expending more than a minimal effort or expense.

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